Director, Talent Engine – OperateCo

• Build and run three merit-based pathways into the program: a high-school / early-career fellowship track, a non-graduate track, and a graduate track — mirroring the breadth of Palantir's own sourcing model.
• Define and apply a consistent merit bar across all three pathways, screening for agency, maturity, and technical aptitude rather than pedigree or tenure.
• Own sourcing volume, pipeline yield, and cost-per-hire targets; report on pathway mix and selection rates.

• Design and operate a Rackspace academy that takes new hires from platform foundations to production-ready skills in weeks, not years.
• Use OneOS and live “Customer Zero” engagements as the training ground, converting real production work into structured learning.
• Partner with Palantir's training organization to align curriculum where possible, and build Rackspace-owned content where it is not.

• Establish certification as the quality bar for deployment — not tenure, not headcount pressure.
• Drive every Rackspace Forward Deployed Engineer to Palantir Foundry/AIP certification (or the Rackspace-equivalent standard) before customer assignment.
• Own the relationship with Palantir's certification team to pursue shared standards, joint certification pathways, and reciprocal recognition.

• Manage the bench-to-billable pipeline: forecast demand, plan cohorts, and deploy certified FDEs into private cloud, sovereign, and air-gapped customer environments.
• Track utilization, time-to-deploy, and post-deployment performance; feed results back into sourcing and curriculum design.
• Partner with delivery and account leadership so operator capacity — the binding constraint on every OperateCo deployment — scales with demand.

• Serve as the primary operating point of contact into Palantir's FDE program leadership on hiring, training, certification, and deployment practices.
• Build the business case and operating model to take the Talent Engine from a Data & AI pilot to a Rackspace-wide capability.
• Report progress, economics, and risks to the CHRO and executive sponsors; own the P&L logic that ties certification levels to billing tiers.

• Bachelor's degree in Human Resources, Business, Organizational Development, or a related field (or equivalent experience). Advanced degree preferred.
• 8+ years in talent strategy, workforce development, or technical staffing leadership, including 3+ years building a training or certification program from scratch.
• Direct experience designing multi-pathway hiring programs (early-career, non-traditional, and graduate) at scale.
• Working knowledge of technical delivery models in cloud, data, or AI environments; ability to speak credibly with engineering and delivery leaders about what “production-ready” means.
• Experience partnering with or operating alongside a customer or partner organization on shared standards — comfortable being both a learner and a builder in the same relationship.
• Strong program and financial fluency: able to connect certification levels, deployment readiness, and billing/margin outcomes.
• Excellent stakeholder management across HR, delivery, sales, and executive leadership.

• Familiarity with Palantir Foundry, AIP, or the Forward Deployed Engineer model specifically.
• Experience standing up an internal “academy” or bootcamp model tied to live customer delivery.
• Background in sovereign, private cloud, or air-gapped/regulated delivery environments.

• Pathway pipeline health: sourcing volume and selection rate across all three tracks.
• Time from hire to certification, and certification pass rate.
• Certified-operator utilization and time-to-deploy on live engagements.
• Progress toward extending the model from Data & AI to a Rackspace-wide talent engine.

Our compensation reflects the cost of labor across several geographic markets. The compensation range for this position ranges from $132,149.00/year in our lowest geographic market up to 193,856.30 USD/year in our highest geographic market. Pay is based on a number of factors including market location and may vary depending on job-related knowledge, skills, and experience. Your recruiter can share more about the specific salary range for your preferred location during the hiring process. The compensation package may also include incentive compensation opportunities in the form of annual bonus or incentives, equity awards and an Employee Stock Purchase Plan (ESPP). Learn more about benefits at Rackspace.